Managing multiple generations

- Let's take a look at some of the key traitsof each generation.Generational dynamics play out everyday.And as a manager, it will serve you to know more.A generation is a society-wide peer groupwho collectively possess shared values,attitudes, world views and even behaviors.Generations are shaped by a series of forceslike family life, education, media and world events.Generations occur in every country and culturebut are unique to that cultural context.In this course, I'm going to focus on the generationsin the U.S. and Canada.

Follow along on the handout in the exercise files.Let me issue a warning about generational research,it's broad brush strokes about a group of people,but not necessarily trueabout each individual in that generation.I want you to take this all with a very large grain of salt.Baby boomers were shaped by the civil rights movement,the Vietnam War,and the advent of television and credit cards.Some of their key traits are being hardworking,focusing on accomplishments, and questioning the status quo.At work, they're motivated by making an impact,being involved in decision making, having challenging goals,and rewards based on results.

The rewards they value include money,security, recognition and time off.Gen-Xers were shaped by working parentsand being latch-key children.The threat of nuclear war,and the advent of the personal computer.Some of their key traits include,being fiercely independent, being informed,and taking the initiative.At work, they're motivated by having roomto challenge the status quo, freedom and autonomy,opportunities for development,and rewards for independent thinking.

Rewards they value are freedom,flexibility, training and time off.And Millennials were shaped by attachment parenting,earning rewards for effort,the greatest economic boom in historysharply turning into a recession,and the advent of the internet and social media.Their key traits include being technologically savvy,globally aware, and collaborative.At work they're motivated by making a difference,clear expectations, intellectual challenges,access to technology and rewards for competence.

Rewards they value are meaningful work,choices, mentoring, and recognition.The generations also differ on several key aspectsof professional work,including the type of feedback they prefer.Boomers enjoy a little feedback,provided occasionally and in person.Whereas Xers like lots of feedback at regular intervals.And Millennials want continuous feedback,preferably online so they can access it at any time.Another way they differ is how they earn rewards.In broad terms, Boomers believe that if you put inlong hours, work hard and pay your dues,you'll earn rewards.

Xers believe rewards are unreliable,so you need to create your own pathand keep your options open.And Millennials believe that if you do what's expected,rewards will come quickly.They also communicate and use media very differently.Boomers prefer face-to-face communication,Xers use computers for communicationand they also like to maintain boundriesbetween their work hours and personal lives.Millennials grew up with the internetand social media so they have very few boundriesbetween work and personal communication.Known as digital natives,they're very comfortable with technology,especially smart phones.

Each generation brings wonderful things to the work place.Managing the generations effectivelyis all about maximizing their strengthsto support the success of the organization.Since the next video will cover Millennials,let me focus on Boomers and Gen-Xers.Boomers are experienced and knowledgeable.Tap into their wealth of expertiseby giving them leadership opportunities.They're future oriented, optimisticand committed to customer service.So they can play a key role in helping your organizationmaximize it's current and future opportunities.

They're hardworking, dedicated, great team playersand make excellent mentors to others.Gen-Xers are independent and adaptable,making them comfortable with change.Their willingness to question the status quooften have them at the core of creativity and innovation.Because they had to develop their technological literacy,they're very good at helping organizationstake advantage of the benefits of technology.Ultimately, managing the generations is reallya continuation of our earlier conversations.You want to find ways to motivateand engage your people, in meaningful ways.

To do this, use the following strategies.First, understand and appreciategenerational differences and strengths.This course gives you a good overview,but continue your learning by reading some of the booksI recommend in the exercise files.Second, focus on engaging each individual.While knowing trends can be helpful,it can also lead to inaccurate assumptions.Get to know your people and what matters to them.Third, be flexible.Generation is only one aspect of your peoples identities.Their values, culturesand life experiences also play key roles.

There's no one way of managing that works in every setting,so embrace all that diversity brings.Fourth, tend to natural tensions.As you learn about generational differences,you can see where conflict may arise.This will help you know how and whento smooth out potential miscommunicationsor misunderstandings.Finally, harness and maximize strengthsby providing training and coaching.If you focus on helping each personmaximize their potential,you'll naturally bring out the best in everyone.Also, consider how you can create mentoring partnershipsso that your people will use their own strengthsto help each other grow.

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Released

12/5/2013

Good managers drive their employees and their organization to success. They juggle a wide range of tasks and deadlines; know how to effectively manage people, their performance, and the business itself; and help others achieve their potential. And they do it well. Learn to become a manager your employees admire and respect and one your boss can rely on. Britt Andreatta, director of learning and development for lynda.com, shows you how to choose the right style of management for you and your workplace, hire and onboard employees, address performance problems, resolve conflict, and manage time, budgets, and performance goals. Plus, learn how to handle tricky situations like transitioning from a peer to a manager, managing multiple generations, and letting employees go.

Lynda.com is a PMI Registered Education Provider. This course qualifies for professional development units (PDUs). To view the activity and PDU details for this course, click here.The PMI Registered Education Provider logo is a registered mark of the Project Management Institute, Inc.

Topics include:

Choosing a management style

Hiring employees

Coaching employees

Managing team performance

Establishing trust

Motivating and engaging others

Delegating responsibilities

Avoiding micromanagement

Managing remote employees

Knowing HR regulations<br><br>

The PMI Registered Education Provider logo is a registered mark of the Project Management Institute, Inc.